مجله توسعه مدیریت منابع انسانی و پشتیبانی
پیاپی 64 (تابستان 1401)

Human resources productivity is one of the issues of interest in theory and practice, so that many organizations have put productivity improvement at the top of their programs. Therefore, the research has investigated the effect of talent management and Islamic ethics on human resources productivity with the role of organizational whistle-blowing mediation and moderating active organizational Forgetting. The present study is applied in terms of purpose and in terms of methodology, descriptive-survey is a correlation based on structural equation modeling. The statistical population of this study is the staff of the National Museum of Islamic Revolution and Holy Defense of 145 people. The sample size was estimated 106 people using Cochran formula and were selected by stratigraphic random sampling method. Data were collected using a questionnaire and analyzed by software Smart-PLS3 and SPss. management and Islamic work ethic both directly and indirectly and through the mediation of organizational whistle-blowing have an impact on human resources productivity and also active organizational Forgetting moderates the impact of Talent Management and Islamic work ethic on human resources productivity. Managers can increase the productivity of human resources in organizations by utilizing talent management and active organizational Forgetting as well as promoting Islamic work ethics and organizational whistle-blowing culture among employees.

In today's work environment, organizations desperately need Islamic work ethic and a creative and committed workforce to make the right decisions in a timely manner in the face of current and future challenges. The purpose of this study is to investigate the effect of Islamic work ethic on promotional and inhibitory phonetic behaviors with respect to the role of moral identity and perceived opportunity of employees' voices. The statistical population was the staff of the Guilan Province Registry and Documents Organization, which was randomly selected as a sample through Cochran's formula and 217 people. Necessary information was collected through a questionnaire using SPSS and Lisrel software and using structural equation method. The results show the positive relationship between Islamic work ethic and moral identity as well as moral identity with promotional and deterrent phonetic behaviors and confirm the effect of mediating the role of moral identity with the moderator of perceived opportunity on phonetic behaviors. Paying attention to Islamic work ethic can provide a basis for expressing concerns and suggestions of employees about the problems of the organization in order to improve the performance and increase the legitimacy of the organization, and managers can display phonetic behaviors by strengthening the moral identity.

Justice as a strategic element in the organization is effective on various dimensions of organizational behavior. Therefore, this study was conducted to determine the effect of perceived justice on gossip at work with the role of moderator of the perceived internal situation in the staff of the Social Security Organization of the Armed Forces of Tehran Province. The statistical population of this study was 300 employees of the Social Security Organization of the Armed Forces of Tehran Province and the sample size was determined using Cochran's formula 169 people, who were selected by simple sampling method. A questionnaire was used to collect data. First, the questionnaire was approved from the perspective of experts in terms of content validity. Since Cronbach's alpha coefficient and combined reliability were higher than 0.7; Therefore, the reliability of the questionnaire was evaluated as desirable. To test the research hypotheses, the technique of partial least squares and Smart PLS software were used. Finally, five sub-hypotheses of the study were confirmed, but the moderating role of perceived internal status in this study was not confirmed. The results of the research indicate that improving perceived justice in the workplace can control the spread of rumors in the organization.

The performance of organizations depends on the effective performance of the workforce and the support of the organization can prevent factors such as lack of motivation in the workplace or wear and tear leaving the organization or self-harm. Therefore, the present study investigates the effect of verbal abuse on work engagement, burnout and turnover intention with the moderating role of organizational support among nurses of Shahid Yahya Nejad Babol Hospital in Mazandaran province.

The research method of structural equations is of the applied goal type. The statistical population was all 182 hospital nurses who were selected as a sample by relative random sampling method of 122 nurses. Data collection tools were the standard questionnaire of Lamichan and B. (2020) to measure verbal abuse, Utrecht (1998) for Work engagement, Maslach and Jackson (1997) for burnout, Eisenberg et al. (1986) for the organizational support variable and the standard BlueDern questionnaire ( 1982) for Turnover Intention. Data analysis was performed using Smart PLS software.

Verbal abuse on Work engagement (2.642), Verbal abuse on burnout (3.924), Verbal abuse on Work engagement with the moderating role of organizational support (2.664), Verbal abuse on burnout and with The moderating role of organizational support (3.924), Work engagement on burnout (3.820), burnout on Turnover Intention (2.687), Work engagement on Turnover Intention (6.264).

Ensuring organizational support has a significant effect on increasing work engagement and reducing burnout as well as reducing turnover attention.

Human resource productivity is a good criterion for evaluating the performance of organizations and determining their success in achieving their goals. The aim of this study was to monitor the impact of human resource productivity on strategic human resource plans. In terms of mixed method, this research is based on qualitative and quantitative research and is an inductive deductive research that is applied in terms of purpose and descriptive-survey in terms of nature and method. The statistical population of the research is experts in the qualitative part and safflower drug investment staff in the quantitative part. They were selected as sample members. The data collection tools were interviews and questionnaires whose validity and reliability were confirmed using the relative content validity index, Kohan's Kappa test, content validity and Cronbach's alpha, respectively. Qualitative data were analyzed using Atlas software and coding method and quantitative data were analyzed using structural equation modeling. The results show that all human resource maps have a positive and significant effect on human resource productivity and the role of operational expert has the greatest impact on human resource productivity.

The purpose of this study was to investigate the effect of organizational cronyism on invisibility of employees with the mediating role of Psychological Contract Violation in government organizations in Lorestan province. In terms of purpose, the present study is an application that falls into the category of descriptive correlational research. The statistical population of the study was 1331 employees of general staff of Lorestan province based in Khorramabad city. According to the Morgan table, a sample size of 297 was selected by stratified random sampling. In order to measure the variables of the research, Mohammad Yari et al's invisible employee questionnaire (2018), Robinson & Morrison’s Psychological Contract Violation (2000) and the organizational cronyism of Arasli & Tumer 's (2008) have been used. The reliability of the questionnaires was confirmed by Cronbach's alpha. In this research, descriptive and inferential statistical methods have been used and to analyze the research data, structural equation modeling and pls software have been used. The results showed that organizational cronyism through Psychological Contract Violation has a positive and significant effect on invisibility of employees in government organizations of Lorestan province.

Hybrid Organizational Capabilities are a type of dynamic organizational capabilities that affect organizational performance.The purpose of this study is to investigate the relationship between hybrid organizational capabilities and its components with organizational performance. This research is applied in terms of purpose, quantitative in the positivist paradigm in terms of how to collect data and survey in terms of data collection.The statistical population of this research is all knowledge-based companies in North, Razavi and South Khorasan provinces with 422 companies in 1399.According to the formula of number of indicators in structural equations, 140 people were selected as a sample using simple-stratified random sampling method. Data collection tools are Standard Questionnaires of Organizational Performance of Neely et al. (2001), Hybrid Capabilities of Haigh and Hoffman (2011),Social Responsibility of Sinha et al. (2018), Strategix Agility of Shin et al. (2015) and Organizational Agility of Nafei (2016). Research questionnaires were approved for validity and reliability.Confirmatory factor analysis and structural equation modeling in SPSS and AMOS software were used to analyze the results. Analysis of research data showed that 21.9% of performance changes are explained based on the mediating variable of social responsibility and 14.9% through the mediating variable of organizational agility. The results show a significant relationship between hybrid capabilities and the performance of knowledge-based companies. Also in this regard, the role of mediating variables of organizational agility and social responsibility was confirmed and the role of mediating variables of strategic agility was not confirmed due to lack of strategic knowledge of knowledge-based managers.

IntroductionThe purpose of this study is to design a model of competency of internal auditors with the role of mediating personality profile and role-playing behaviors in NAJA audit staff. The present study is of qualitative type and in terms of applied purpose and the data theory theory method has been used to collect qualitative data. The scope of the research includes collecting the opinions of the participants through interviews during a period of time from 1399 to 1400. Also, the spatial territory of this research is Iran. In this study, the statistical population of the qualitative method includes professors and experts in the field of accounting. Only people with sufficient knowledge, experience and knowledge of the subject were selected for the interview. 19 experts were selected. The results of the analysis were presented in 15 sub-categories and two main categories. The results of this study contribute to the competence of internal auditors as well as their behavior and personality factors in the organization.